World War 1 Essay - 921 Words

Arshdeep Singh 3/31/11 Mr. Rod 1st p WW1 Essay In the 19th century when WW1 ended with the signing of the Treaty of Versailles. It left many long term causes some of them being the Ottoman Empire, Germany, and the Austro-Hungarian Empire all fell. But due to their falling it lead to new colonies being made in their place by the people. The leading cause to all the demolition after ww1 and ww1 are Militarism and military plans, Alliance system, Imperialism, Mass Politics, Intellectual Context, and Nationalism. These were the MAJOR leading causes of WW1 and its destruction. All sides used militarism and used there militaries to attack there enemies causing war to happen. The Alliance system was when the leaders wanted to make treaties†¦show more content†¦Because of this Germany faced many problems, they had a blockade at have and there were revolts going on that were lead by the working class. The working class was able to get more rights after they had seceded in their quest. But as a result Germany was destabilized and was very poor after paying all the money to the losing sides and the allies. Which caused Germany go backwards in advancing technology in their country. WW1 was also nicknamed total war because it involved all the major powers in Europe. Ww1 had everything and not everything, the nation’s only joined because of Austria calling war on Serbia and they had to join due to them being the allies. But during the war the nations used such devastating weapons that killed people by bring them a lot of pain. But looking at all the people dying there was no way the war could have continued any farther but it did, because the government told to people to fight for their nation and being that they were infused with nationalism they started fighting for their country. As the men fought in the war the women took the jobs that men had and helped them from there. There economy was sill divested due to the fact the government was spending it all on the war. Thus leading to the downfall of the major powers before WW1 started. The falling of the empires was after ww1 ended. TheShow MoreRelatedEssay On World War 1933 Words   |  4 PagesThe year is 1914, the world is ruled by superpowers. These powers included the mighty empires such as Russia ( not Soviet union but during the war it will change ), Britain, Germany, Austria-Hungary, France and the Ottoman Empire. One of these powers got extremely mad at a smaller country for a just reason and that set off a chain reaction. That small country was Serbia. Serbia was a small country that’s needs were overlooked for a long time by the Austro Hungarians. The Serbian Government andRead MoreEssay On World War 1869 Words   |  4 Pagesâ€Å"World War 1: Remembering the War to End All Wars.† Momma always said that the war would end and everything would go back to normal, but that was before she died. A house has never felt this empty, I have never felt so alone. Here we are, in late November, trying to get back what’s left of our lives. Daddy does nothing but work, yet we’re still so poor. Jobs aren’t moving very fast here in Nevada, but Daddy still picks up anything he can to earn a little extra cash. My sister, Aliyah is only 14Read MoreWorld War 1 Essay827 Words   |  4 Pagesat the tip. This familiar scepter once belong to the rogued Asgardian Loki, but it is now in the pocession of HYDRA. HYDRA is an old Nazi para-military terrorist organization that Captain America fought against during World War Two and was thought to have been defeated after the war. However, the group managed to survive inside the well known spy organization S.H.I.E.L.D., and cause the organization to collapse last year. Now, HYDRA has procession of Lokis scepter. Meanwhile, more explosions shookRead MoreEssay On World War 1809 Words   |  4 Pages History significantly affects the present consistently through its residents, its region, and the entirety of the nation. World War 1 was the time period of 1914-1918 of global war and unrest drastically impacting America when the nation decided to engage. Before the involvement in the war America contained the position of neutrality. Previous to the entrance to the war America supplied both warring countries with weapons, medical supplies, and gunpowder/equipment as a benefit to us because theRead MoreEssay On World War 1730 Words   |  3 PagesThe first World War is universally considered to be one of the single deadliest events in human history. World War I is undoubtedly one of the largest military altercations to ever take place, with a duration of five years, involving 32 nations. Over the course of five years, the war killed almost 37.5 million people, approximately 57% of all soldiers involved (britannica.com). One might suspect a conflict on this scale would have arisen from a divide in ideology or from a dispute over prized resourcesRead MoreEssay On World War 11582 Words   |  7 PagesWar is declared. That would be the headline of nearly every news outlet around. On July 28, 1914, Austria- Hungary declared war on Serbia. In the following week, Germany, Russia, France, and Britain soon followed. The war to end all wars had begun. The Great War was a unique war. The war saw New Aged technology used with Old Aged tactics. Millions of lives were lost during these four years that followed the start of the war. By the war’s end, militaries increased in size, new strategies and tacticsRead MoreThe Causes of World War 1 Essay843 Words   |  4 PagesWorld War 1 (better known as The Great War), was caused by a great many elements, some long-term, some short-term and the spark. Together these reasons created a brutal war involving many countries across the gl obe and also killing a vast number of the world’s population. In this essay, I will thoroughly explain what started this war and which reasons made it start sooner. What in my opinion was the least important reason, for the war starting was how much richer all the countries were gettingRead MoreEssay On World War 1 Remembering The War872 Words   |  4 Pagesâ€Å"World War 1: Remembering The War To End All Wars† Blood was the thing that disgusted me the most. Seeing all of those wounded soldiers. Not once did I find my husband. I found this settling and unsettling. I knew that my John was not hurt, but if he were, he was not at the place I was in. This was also unsettling because I never knew if John was missing in action or if he were dead. Well, obviously I would have been notified if he were dead, but perhaps the letter was lost or someone simply forgotRead MoreEssay On India In World War 11335 Words   |  6 PagesIndia has played a major part in World War One in the aiding of Great Britain in the war to end all wars. India saw World War One as an opportunity to gain their own self-government and also be able to give Britain more firepower due to India’s great amount of soldiers. Throughout the course of the war, many countries were beginning to see how much of a contributor India really was. I total of 1.5 million Indian soldiers or volunteers served under the name of Great Brit ain. This amount of soldiersRead More America In World War 1 Essay1390 Words   |  6 Pages In 1914 when war was declared in Europe, America adopted a policy of neutrality and isolation. When news of trench warfare and the horrors associated with it reached the shores of America, it confirmed to the government that they had made the right choice. Their approach had the full support of a majority of Americans, many of which could not believe that Europe, a civilized entity, could descend into the depths of carnage as depicted by trench warfare. On August 4th, 1914 President

Operations Managment - 14673 Words

Key operations questions Chapter 1 Operations management âž ¤ What is operations management? âž ¤ Why is operations management important in all types of organization? âž ¤ What is the input–transformation– output process? âž ¤ What is the process hierarchy? âž ¤ How do operations processes have different characteristics? âž ¤ What are the activities of operations management? Chapter 2 Operations performance âž ¤ Why is operations performance important in any organization? âž ¤ How does the operations function incorporate all stakeholders’ objectives? âž ¤ What does top management expect from the operations function? âž ¤ What are the performance objectives of operations and what are the internal and external beneï ¬ ts which derive from excelling in each of them? âž ¤Ã¢â‚¬ ¦show more content†¦Both of these operating principles are still the basis of IKEA’s retail operations process today. Stores are designed to facilitate the smooth ï ¬â€šow of customers, from parking, moving through the store itself, to ordering and picking up goods. At the entrance to each store large notice-boards provide advice to shoppers. For young children, there is a supervised children’s play area, a small cinema, and a parent and baby room so parents can leave their children in the supervised play area for a time. Parents are recalled via the loudspeaker system if the chi ld has any problems. IKEA ‘allow customers to make up their minds in their own time’ but ‘information points’ have staff who can help. All furniture carries a ticket with a code number which indicates its location in the warehouse. (For larger items customers go to the information desks for assistance.) There is also an area where smaller items are displayed, and can be picked directly. Customers then pass through the warehouse where they pick up the items viewed in the showroom. Finally, customers pay at the checkouts, where a ramped conveyor belt moves purchases up to the checkout staff. The exit area has service points and a loading area that allows customers to bring their cars from the car park and load their purchases. Behind the public face of IKEA’s huge stores is a complex worldwide network ofShow MoreRelatedOperation Managment1062 Words   |  5 Pageslargest U.S. tool-makers are struggling to restructure. Blame the government, yes. But bl ame the industry, too. Questions 1. Write a brief report that outlines the reasons (both internal and external) for Burgmaster’s demise, and whether operations management played a significant role in the demise. 2. Do you think that inadequate strategic planning was a factor that resulted in the company’s asking for trade protection? 3. Can you think of a strategy that could have increasedRead Moreoperation managment Essay5907 Words   |  24 Pagesretailing formats was not only in response to the diversity of consumption patterns but also in reaction to changes in the socio-political environment. Concentration means that, given a retailing format (i.e., a set of involved participants whose operations are perceived as homogenous), participant companies have become larger in size and smaller in number. In 2005, the top two convenience-store retailers (i.e., 7-11 and Family Mart) owned store number more than 70 percent of the total store numberRead MoreThe Field Of Healthcare : An Context And Confines Of Any Health Care Institution1507 Words   |  7 Pages on the strategic planning of its leaders, or their risk and information managment, and so on. Every single of these principles is at work within the organizational culture of a successful healthcare organization (successful being the key word). Let’s look at each of these principles in turn before seeing how they all sort of integrate in one and the same organization. ================================ Financial managment of healthcare organizations is absolutely vital to their long term healthRead MoreSteven B Belkin Case. Essay example637 Words   |  3 Pagesconservative. The first year projection is less than 7,000 passengers while the 4 salesman that managment offer positions currently move more than 18,000 passenger per year. TTG also alowed 6 months before the 1st flight to give the sales sufficient time to sell. Management There are 2 key departments in the group charter business. 1st is operation, Mr. Belkin will be responsible for the operation. He graduated from Harvard and had a good experianse in small business consulting firm. He workedRead MoreNokia Swot793 Words   |  4 Pages1 million smartphones last quarter than average analysts expected * Leader in Supply Chain Managment * Strong finances * World leader in Ramp;D * Nokia has built one of the wireless industry’s strongest and broadest IPR portfolios with over 10,000 patents * Sold about more than 1 million smartphones last quarter than average analysts expected * Leader in Supply Chain Managment * Strong finances * World leader in Ramp;D * Nokia has built one of the wireless industry’sRead MoreWhat Are The Legal Requirements Of A Business1640 Words   |  7 Pagessaving to help the business to grow up or start up successfully. owners investment; it is same as above to cash in the bank. There is no any type of interest. sale of assets. This could be the sale of machinery that your business does not require for operation of products. external sources: finance outside from the business overdraft : it is a simple mode of short term financing. Business need money for their day to day requirement which arises due to a time gap between their collections and payments.Read MoreQantas Business Report994 Words   |  4 Pagesmaximise their future financial performance by gaining a furthering understanding of their cost/revenue controls in order to create a margin of safety for creditors. Solvency/Gearing Solvency/Gearing refers to a business’ ability to continue its operations in the long term and is a measure of it financial stability. Rather than using the traditional debt to equity ratio airlines use a more complex ratio to show a clearer position of gearing. Simply, gearing is the ratio of the amount of debt financeRead MoreActivity Based Costing and Absorption Costing969 Words   |  4 Pagesresources available to support the new system or does the organization have enough expertise to design and train the organization for the new system. 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This can serve as the foundation in which management canRead MoreSupply Chain Design601 Words   |  3 PagesManufacturing Strategy Team Alpha will be discussing the Hangzhou facility in China and the many aspects of the supply chain design. The Hangzhou fan manufacturing plant uses a Level Strategy of production. The plants business is a make-to-stock operation in which the future demand for fans is forecasted based on taking the average of sales for the last three years and extrapolating it into the next year. The assumption in using this forecasting method is that history will repeat itself within manageable

Information and Communication Technology Market Success To Succession

Questions: 1. Identify the importance of wetware costs? 2. Identify an organisation implementing an Accounting Information System? 3. Discuss the relevance of wetware costs to the implementation in the organisation you have identified? Answers: 1. Introduction Information and communication technology has transformed significantly due to rapid growth of the Information technology. Thus this period is referred to as the Information age. The world is focusing on the development and progress of the information technology. The IT organizations have developed as a result of the operational activities and the organization has adapted to the dynamic environment in the organization. The information age can be divided into three major periods. They are the information age in which the main focus was on the hardware. The second stage of the phase focused on the development of software. The third phase identified a new factor in the organization. This is known as the wetware cost. It has been seen that the wetware cost is the highest in the organization. The paper has focused on the importance of wetware cost in the organization. Importance of Wet-ware cost In order to create value the company must convert its existing knowledge about the various activities of the organization into ideas that will be implemented by the organization. The resources of the organization can be divided into three categories. They are tangible assets, intangible assets and human resource (ConceicÃÅ'Â §aÃÅ'Æ’o, 2002). It has been referred by Silicon Valley that the three resources of the organization are hardware, software and wetware. Wet ware refers to the employee brainpower. It is also known as wet computers. The company derives value from the hardware and software but it can only rent its wetware (ConceicÃÅ'Â §aÃÅ'Æ’o, 2000). Wet ware is considered as a private property of the individual employees. The employees can carry it to another firm which it has chosen. The managers have to find out ways to convert the knowledge contained by the employee wetware into software. Wetware cost can be defined as the indirect costs that are required to make the users sufficiently knowledgeable so that they are aware of the ways to use the IT hardware as well as the software and the cost incurred for using the system. The wet ware cost has to be controlled. If the wetware costs are not tamed or controlled then they will dominate the acquisition decisions of the IT industry (Inzelt Hilton, 1999). There is rising concern in the IT industry on the wet ware costs. The chilling effect of the IT industry can be avoided. There are numerous wet ware solutions that involve changes in the hardware and the software (Managerial Eco And Orgn Arc 4E, 2015; p-200-250). 2. Implementation of accounting Information System in an Organization Century Link, Inc is a multinational company based in USA. The company has headquartered in Monroe, Louisiana (Edgar.secdatabase.com, 2012). The company provides services of communication to business, residential area, government and wholesale customers. It is a member of SP 500 index (Turner Weickgenannt, 2013). It is the third largest telecommunication company in United States. Apart from providing communication to various organizations, it also provides long distance service. The company used accounting information system. It is helpful for the collection of data. It is also used in the processing of data (Telarus.com, 2015). After data processing, the information system will provide relevant data that can be used by the internal users as well as the external users. The accounting information system was used by the auditors for determining the fraud activities in the allocation of the expenses. The company has also identified anomalies in the entry of the accounting information ( news.centurylink.com, 2015). The accounting information system has served as a tool for the identification of the minute details in the accounting entry (Gelinas, Wheeler Dull, 2015). 3. Relevance of Wetware costs to the implementation Century Link has implemented accounting information system to enhance the security of the organization. The efficiency of processing accounting information has enhanced as a result of implementation of accounting information system (Hall, 2007). The accounting information is used as a tool to control the various financial functions like the process of budgeting, tax calculation, allocation of the resources and revenue recognition. The accounting information system has made the processing of information accurate. This has increased the efficiency of the organization. Operational efficiency has resulted in the identification of the relevant costs. Since all the costs and expenditures are equally important for the growth of the organization. The decision making f the organization is based on the major expenses and income of the organization. In thus context it can be said that wetware cost is important in the implementation of the accounting information system (Bray, 2011). There is hig h level of wetware cost involved with the use of new technologies in the organization. Innovation in the field of information technology has resulted in high wetware costs in the organization. Since, accounting information system is an innovative technology which will involve high wetware costs. The issues related to maintenance and communication technology requires high rate of wetware cost. Implementation of accounting information system in an organization requires high investment in the hardware, software and wetware (Terplan, 2015). Conclusion The concept of wetware cost has been enlightened in the present report. With the development of the information technology, wetware cost has found significant relevance. Innovation has resulted in the implementation of high level of technology which has resulted in the increase in wetware costs. Initially the focus of the information technology was on the development of hardware. But the recent development of technology has resulted in the shift from hardware development to software development and recently it has focused on wetware. This has resulted in the creation of favorable business for the organization. The development of software has helped in manipulation of data, analysis of data as well as communication of data. This has resulted in the development of an indirect cost which is known as wetware cost for enhancing the development of the organization. Wetware cost is considered as the dominant cost in IT system. Accounting Information system is a high level of technology whic h involves huge cost. This cost can be defined as wet ware costs. For the success of accounting information system in the organization, the firm has to invest in wetware costs. References Bray, D. (2011). Wetware: A Computer in Every Living Cell (pp. 50-200). Conceicao, P. (2000). Science, technology, and innovation policy. Westport, Conn.: Quorum Books. Conceicao, P. (2002). Knowledge for inclusive development. Westport, Conn.: Quorum Books. Edgar.secdatabase.com,. (2012). ANNUAL REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934. Retrieved 15 January 2015, from https://edgar.secdatabase.com/131/104746913002037/filing-main.htm Gelinas, U., Wheeler, P., Dull, R. (2015). Accounting Information Systems (pp. 20-50). Hall, J. (2007). Accounting information systems. Mason, OH: Thomson. Inzelt, A., Hilton, J. (1999). Technology transfer. Dordrecht: Kluwer Academic Publishers. Managerial Eco And Orgn Arc 4E. (2015) (pp. 200-250). news.centurylink.com,. (2015). centurylink. Retrieved 15 January 2015, from https://news.centurylink.com/index.php?s=43item=2452 Telarus.com,. (2015). CenturyLink Master Agent: Program Information, Promotions, and Network Coverage. Retrieved 15 January 2015, from https://www.telarus.com/carrier-information/centurylink.html Terplan, K. (2015). Telecom Operations Management Solutions with NetExpert (pp. 200-250). Turner, L., Weickgenannt, A. (2013). Accounting information systems. Hoboken, NJ: John Wiley and Sons.

Involving and Engaging Employees Coca

Executive Summary Employees play a major role in the success of a company. They are charged with the responsibility of implementing organisational policies. They also represent the firm’s values and interests. Many businesses, however, fail to acknowledge the role of these stakeholders in their success.Advertising We will write a custom report sample on Involving and Engaging Employees: Coca-Cola Great Britain specifically for you for only $16.05 $11/page Learn More As a result, they fail to exploit their full potential. Employee involvement and engagement is set to change this. Involvement is a process spearheaded by the management with the aim of increasing access to information among workers. It helps to promote trust within an organisation. It also supports informed decision making processes. Employee engagement, on the other hand, is a situation where workers are committed to a firm and its values. They become citizens of the organisation tha t they work for. Employee involvement and engagement are crucial to the success of Coca-Cola Great Britain. As a result, the company has maintained a motivated workforce. Better results can be achieved through the adoption of human resource management practices aimed at increasing flexibility and job design. Introduction Coca-Cola Great Britain is based in the UK (Ignatius 2011). Its headquarters are located in West London. It is a subsidiary of the Coca-Cola Company. The parent firm wholly owns the organisation. It was established with the aim of serving the UK market more efficiently. Like its parent company, it is involved in the manufacture of non-alcoholic beverages (Senker Foy 2012). It also oversees other activities, which include distribution, marketing, and retailing. Coca-Cola Great Britain engages in the preparation of syrup concentrates, which are later sold to bottling plants across the country. The bottlers control specific territories within the region. Coca-Cola rem ains the company’s main brand (Ignatius 2011). Its formula was developed by John Stith in 1886. The formula is a closely guarded secret in the company. It is considered as intellectual property. Subsidiaries, such as Coca-Cola Great Britain, are also required to safeguard the secret on behalf of the parent company. To ensure this, employee loyalty is required. The company has achieved this by promoting employee involvement and engagement.  Coca-Cola Great Britain consists of a team of 110 individuals (Senker Foy 2012). They are involved in the running of seven manufacturing plants spread across the country.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Their main responsibility is to ensure that the existing brands are manufactured in adequate quantities to satisfy the demand in the UK market (Senker Foy 2012). At the same time, they promote the brands in an attempt to increas e its consumption rates. The organisation also seeks to develop new brands. The only way to achieve this is through innovation. A motivated workforce is, therefore, required. Innovation is aimed at increasing efficiency at the point of manufacture, retailing, distribution, and marketing. With over 4650 individuals currently employed in enterprises operated by Coca-Cola Great Britain, there is need to develop effective human resource management (HRM) practices to increase the productivity of the workforce. Problem Statement Employees are important in ensuring the success of their organisations. However, their role is often overlooked. As a result, the management is not keen to develop HRM strategies aimed at addressing issues affecting them. For this reason, their productivity within a firm tends to go down. They lack motivation to work towards the success of their firms. Employees are also mainly excluded when it comes to decision making (Henderson 2011). Managers tend to make decis ions affecting the entire organisation without consultations. The result is that employees lack trust in the firm’s leadership. They are also less motivated to work beyond the terms of their employment contract. They also lose faith in the values upheld by the business (Balantyne 2004).  The only way to avoid this shortcoming is by involving employees more in the day-to-day running of the firm. The management often achieves this by giving the workforce access to more information concerning their organisation. The practice promotes employee engagement. Workers get committed to their firm and its values. At the same time, they develop the will to assist their colleagues. However, many firms are not aware of the importance of putting in place effective HRM practices. As a result, the performance of their employees tends to be dismal. Organisations also fail to acknowledge the importance of flexibility and job design in promoting success. As a result, the work requirements of t heir employees are not satisfied. Consequently, their performance is negatively affected.Advertising We will write a custom report sample on Involving and Engaging Employees: Coca-Cola Great Britain specifically for you for only $16.05 $11/page Learn More Research Questions The study focused on the assessment of the impacts of HRM practices on employee involvement and engagement in relation to the performance of Coca-Cola Great Britain. The study also sought to examine the role played by flexibility and job design. The importance of these elements to the company was also assessed. Consequently, the study sought to respond to the following research question: What are the effects of involvement and engagement of employees in the business activities of Coca Cola Great Britain? What are the factors affecting the involvement and engagement of the workforce at Coca Cola Great Britain? What is the future of the engagement and involvement of employees in conte mporary organisations? Human Resource Management Employee involvement is an initiative taken by the management to increase workers’ access to information (Daniels, Davis Shipton 2008). The move is aimed at enhancing their commitment to the firm, its values, and objectives (Holm 2013). It is a form of top down communication within an organisation. Information emanates from the top leadership positions. A number of forums are used to promote employee involvement. For example, managers can hold meetings and briefings where workers are informed of the progress made within their organisation (Balantyne 2004). Newsletters and memos can also be used to pass information. However, there have been concerns that these methods of communication do not give employees a chance to offer prompt feedback. As a result, they feel neglected in the decision making process. Face-to-face communication is recommended to avoid this. In the past, management had a tendency to rely on third parties to pass information to employees (Kiessling Harvey 2006). Such parties included representatives and workers unions. Little information was given to the workers. It was passed only on a ‘need-to-know’ basis. Direct communication, on the other hand, means that no third party is involved in the link between the management and the employees. It is considered to be the most effective strategy. Modern HRM professionals believe when workers know about their business, they become willing and committed to complete their tasks (Marchington Wilkinson 2012). As such, the practice increases productivity. However, there are concerns that increased involvement of employees may translate to more work and stress. For example, they are required to be more involved in decision making (Albrecht 2010). As such, their responsibilities within the firm are increased. An increase in roles induces stress and, eventually, translates to poor performance.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More There are different forms of employee involvement. They range from task participation to financial involvement, downward communication, and upward problem solving (Cox, Zagelmeyer Marchington 2006). Task participation mainly involves job redesigning and enrichment. Redesigning entails restructuring of tasks, roles, and responsibilities associated with a particular job. As a HRM practice, it is aimed at inspiring and motivating employees (Daniels, Davis Shipton 2008). Job enrichment, on the other hand, involves assigning additional responsibilities to workers. It is aimed at motivating persons who are self-driven. It is mostly evident among employees at higher levels within the organisation. Task participation can also be in the form of teamwork. It offers employees a chance to exchange ideas with others. As a result, they gain a better understanding of their organisation and the issues affecting it.  The management can increase employee commitment through financial involvement ( Bratton Good 2012). It involves providing financial incentives to workers in order to motivate them. Profit sharing is one of the most commonly used incentives. Management can directly or indirectly make payments based on the profitability of the firm. The payment is in addition to the regular salaries and bonuses. The companies that are publicly traded often resort to allocation of shares to their workforce. The arrangement is referred to as a share ownership scheme (Boxall Purcell 2012). Through financial involvement, employees are made aware of their organisation’s performance. They also get the opportunity to share the profits made by the firm. As a result, they are more willing to contribute to the success of the business.  Downward communication emanates from people in top management positions (Gruman Saks 2011). A good example is an address from the chief executive officer to junior officers. Most of these communications are aimed at giving employees updates on fu ture plans by the management. As such, they can adequately prepare for any changes that may occur at their place of work. It may also involve passing information on matters affecting production and the delivery of services either directly or indirectly. As such, employees have a clear picture of what is expected of them within their organisation. Their ability to make decisions is also increased. Upward communication is another form of employee involvement. It is aimed at solving problems that arise within a firm (Noe Noe 2012). The management encourages employees to come up with ideas that would help solve these challenges. The leaders also seek to encourage innovation. The reason for this is to ensure that the organisation gains competitive advantage over its rivals through product differentiation (Noe Noe 2012). The management may also organise attitude surveys to establish how much their employees are committed to the objectives of the firm. Staff surveys may also enable the m anagement to learn the areas of HRM that need to be changed. Through problem solving groups, employees are able to provide suggestions that improve the day-to-day running of the organisation. Employee engagement Employee engagement is viewed as commitment to an organisation and its values. The workforce also exhibits willingness to help their colleagues improve their performance (Daniels 2006). It is also commonly referred to as organisational citizenship. It can only be offered to a firm willingly. As such, it cannot be demanded from an individual as one of the terms of the employment contract (Kiessling Harvey 2006). In this case, employees have the ability and the desire to ensure the success of their firm. Their desire and commitment is exhibited through discretionary efforts in the form of such acts as working extra time (Amabile Kramer 2011). Employee engagement also entails willingness to put in intellectual effort to ensure that an organisation performs well. Individuals a lso carry out their tasks with a positive attitude (Armstrong Taylor 2014). They also relate well with others to meet organisational goals and objectives. They also feel lucky to be involved in the activities of the organisation. They tend to take it as an opportunity to enhance their skills. Businesses can achieve employee involvement and engagement by allowing their workers to speak out on matters affecting the business. They feel that their contribution to the firm is valued (Bratton Good 2012). They also get the impression that the employer is transparent with them. As a result, they gain trust in the management and its activities. Employee engagement in many firms is achieved through the involvement of the workforce in decision making. Effective HRM practices require ideas emanating from workers to be taken into consideration. Their contribution should be acknowledged and appreciated by the management (Cummings Worley 2014). Employees should also be able to communicate openl y with the organisation’s leadership without fear of retribution. As a result, they do not feel sidelined when it comes to decision making and formulation of policies (Cummings Worley 2014).  Research shows that employee involvement and engagement at Coca-Cola Great Britain has been as a result of eased relations between the workforce and the management (Torrington et al. 2011). Individuals working for the organisation are encouraged to generate new ideas. The management is also keen to acknowledge the contribution of the employees. It often rewards their commitment, especially through better pay (Little Little 2006). As a result, a culture of innovation has been developed. The ‘Share a Coke’ campaign aimed at promoting the Coca-Cola brand was associated with a lot of success. The success can be attributed to the commitment of employees to the success of their organisation. The commitment is expressed by constantly generating new ideas (Rees French 2010).  There are a number of positive outcomes associated with the HRM practices. To begin with, cases of absenteeism have drastically decreased. The productivity of the employees has also gone up owing to the increased efforts. Error rates have also declined following the development of organisational citizenship (Luthans Peterson 2002). Workers have grown more emotionally attached to their firm. Role of Flexibility and Job Design Litheness is an important quality within any organisation. It is the ability of a firm to adapt to the composition, responsiveness, size, and cost of the human capital required to achieve its goals and objectives (Felstead, Jewson Walters 2003). It is an important HRM goal for any business. Employers and employees view flexibility from different perspectives. In the case of the employer, employee flexibility is all about efficiency (Felstead, Jewson Walters 2003). They feel that the workforce should be able to change its schedule with relative ease to deal w ith emergencies (Rayer Adam-Smith 2009). As such, the organisation is able to deal with emerging issues without outsourcing for human capital. On the other hand, employees view flexibility as the ability to juggle between work and home with ease. The needs of employers and employees in relation to flexibility at the workplace should be balanced to ensure optimum productivity (Lockwood 2007).  At Coca-Cola Great Britain, employee flexibility is viewed as one of the organisational goals. The company respects the rights of the workers (Ignatius 2011). For example, employees are allowed time-off during working hours for ante-natal care. Maternity leaves are also granted. During the time, workers are entitled to pay for a period of 39 weeks as per UK laws. Maternity leaves can extend to one year. Workers at Coca-Cola Great Britain are also given leave to attend to paternal, parental, and adoption issues. Dependants are also allowed time-off to attend to their households (Ignatius 2011 ). Their responsibilities may range from children to parents and spouses. As a result, the organisation’s workforce enjoys a better work-life balance. Employees are able to attend to their responsibilities both at work and at home with relative ease. Besides these instances, it is important for the company to allow persons who have offered more than 26 weeks of continuous service to request for leaves with justified reasons. The move is a legal requirement for all firms operating in the UK. Flexibility at the organisation has helped reduce cases of absenteeism (Felstead et al. 2002). Unpaid leaves are the most effective strategies in ensuring this. Employees are discouraged from missing work unless when it is absolutely necessary. Their morale to work is also boosted. The reason behind this is that they feel the company strives to benefit them. In the process, organisational citizenship is achieved. Job satisfaction among employees is also enhanced. As a result, the rate of e mployee turnover at Coca-Cola Great Britain is generally low. When employees are allowed time-off when need arises, they get to relax and are not fatigued. Upon their return, they become more efficient in their activities and are associated with high levels of productivity. Job design It is an important aspect of HRM practices. It involves putting together a range of tasks and responsibilities to be undertaken by a particular individual within an organisation (Chartered Institute of Personnel and Development [CIPD] 2008a). In other terms, it entails specifying the contents of various jobs. The reason for this is to ensure job satisfaction among employees. The potential of workers is also fully utilised (Luthans Peterson 2002). Through job redesigning, organisations can completely engage their workers. More responsibilities mean increased involvement. The reason behind this is that one will be more involved in decision making in the areas of operations entrusted to them. They tend t o develop a sense of responsibility by supporting the day-to-day running of their organisations (Mohr Zoghi 2006). Their effects on the firm are also felt and valued. In the process, they become more engaged and develop organisational citizenship.  Coca-Cola Great Britain is known to use job design to motivate its employees. The company mainly achieves this through task enlargement (CIPD 2008a). The process involves lengthening the work cycle by extending the range of activities and responsibilities within the same level. It involves a combination of many activities (Den 2011). Consequently, one is expected to perform different tasks. Boredom at the place of work is eliminated. Employees are more enthusiastic about their work. Job enrichment can also be used to motivate employees (Pilbeam Corbridge 2010). It is mainly achieved by assigning additional responsibilities to workers. Additional roles often come with a raise in pay (Edwards 2003). As such, employees feel that they are valued in the organisation. Such individuals are motivated to work hard to ensure that their effect is felt throughout the company. Job enrichment is, however, often a reserve of employees occupying higher levels in the organisation (CIPD 2008b). The reason behind this is that they have better knowledge of the company’s operations. Improved results can be achieved at Coca-Cola Great Britain by combining job design with rewards. Conclusion There is no doubt that employee involvement and engagement enhance the success of a company. The two ensure that workers are involved in the day-to-day running of their organisation. Employee involvement means that they are provided with information concerning the business and its objectives. As such, they are empowered to make better decisions. In the process, they are able to promote success. Employee engagement, on its part, involves the development of organisational citizenship. It involves the initiation of emotional attachment to the firm. As such, individuals strive to ensure the continued success of their firm. Improved HRM practices can be developed by promoting job design and flexibility. The two are important sources of employee motivation. They result in increased productivity, which promotes success. Organisations operating in a dynamic market can gain competitive advantage by putting in place effective HRM strategies. Improved employee relations will ensure continued innovation. For this reason, Coca-Cola Great Britain should put in place HRM practices aimed at promoting employee involvement and engagement. Job design and flexibility should also be encouraged. References Albrecht, S 2010, Handbook of employee engagement: perspectives, issues, research and practice, Edward Elgar Publishing, London, UK. Amabile, T Kramer, S 2011, ‘The power of small wins’, Harvard Business Review, vol. 89, no. 5, pp. 71-80. Armstrong, M Taylor, S 2014, Armstrong’s handbook of human resource management practice, 13th edn, Kogan Page, London, UK. Balantyne, D 2004, ‘Dialogue and its role in the development of relationship specific knowledge’, Journal of Business and Industrial Marketing, vol. 19, no. 2, pp. 114-123. 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